Monthly Archives: March 2014

Talent Alienation or Talent Attraction Conundrum?

What most automated recruitment systems and applicant tracking systems really should have as an automatic email response.

What most automated recruitment systems and applicant tracking systems really should have as an automatic email response.

As the UK economy begins to stutter back into the black and organisations tentatively raise their heads above the trenches they have been dug into like infantry battalions in Flanders Field during World War 1, the early indications of a fresh war are clearly becoming visible. That is the war for talent. After such tough economic challenges this war could very well be as challenging if not more than ever before. Now is the time to review and seriously consider how to stay ahead of the game and ensure that you are leading from the front. Change your organisations mind-set and begin to switch to Talent Attraction as opposed to Talent Alienation.

Let me suggest a little role play exercise. Imagine for a moment that you are an applicant who has a life-long dream to work for your organisation. After sitting tight for the last 5-6 years in your current role, acquiring the skills and expertise needed to move upwards and onwards now is the perfect time to see what is available. Now test how easy it is to actually identify where and what the potential vacancies are and then to apply? See what the response time is if any, and what the quality of that response is?

Recently I conducted a very straight forward review of a medium sized but very attractive company on their recruitment strategy including how they sourced and the actual application process. It was startling. Very quickly it became apparent that this company had actually gone out its way to ensure that the whole process was difficult, frustrating and almost inexplicably distanced from any kind of human identity. It was almost as though in a bid to minimise the white noise of incorrect or inappropriate applications they had given no thought whatsoever to all the really good ones. This makes absolutely no sense to me, it is like using an industrial rock crusher to find a diamond.

I actually spoke to some of this company’s most recent hires to ascertain what their individual experience had been like. Vinesh had applied directly to the organisation for the same job through 8 different job boards over a period of 3 weeks and had never once received a response. None of the application options provided him any specific name or direct contact option. He was basically applying in the dark. He may as well have thrown a paper dart into Outer Space for all the good it did.

He finally got an interview through a recruiter.

Another far more senior qualified accountant called Jackie had applied for the same job 3 times via 3 different recruitment companies without realising it was actually the same job. Only one of which explained to her who the organisation was, what the culture was like, the strategic vision (including a clear IPO strategy for 2015) and provided her with an insight on the key relationships aligned to this role. Jackie was actually delighted and impressed to spend over an hour with this recruiter in person over coffee. Jackie got the job but not through her preferred choice of recruiter who unfortunately was too slow to send her CV forward because he wanted to meet her first. Imagine that? A recruiter was sloppy enough to actually want to meet, interview and prepare his candidate before he submitted them for consideration? Seriously just pause for a second and imagine being that recruitment consultant?

Shouldn’t the actions of that recruiter be standard wherever possible? How can the alternative process, no interview and no preparation or selection process be preferable to a hiring organisation? More importantly Jackie went on to explain that the recruiter who interviewed her was so animated and enthused about the organisation that you could almost believe that they worked directly for them as an employee. Scant reward that recruiter got for his enthusiasm, although Jackie and the business intend to address this scenario positively in the coming months.

I’m not bashing anyone here. All I am saying is that whether you are a hiring manager, work within HR or an In-house Recruiter just take 30 minutes once a month. Pretend to be a candidate who wants to work for your company and from scratch knowing nothing see how easy, how gratifying and rewarding it is to try and identify and apply for a job with your organisation.

You could be even more diligent and pretend to be a mystery candidate and apply for one of your vacancies through one of your PSL recruiters? But that may just be a little too scary for most of you. I suspect many of you would be absolutely appalled at the lack of actual professionalism you met. I think many of you would actually physically gasp at the lack of real screening, interviewing and preparation you received. But then you need to balance any findings with a comparison of how you as a business have set up your recruiters to work for you?

The best of luck if you are one of those companies who really offer prospective job seekers an engaging and rewarding experience, there are many of you. But for the rest of you as the War on Talent picks up momentum you may find that Talent Alienation creates a Talent Attraction Conundrum which can have far reaching consequences.

Please feel free to contact me directly for straight forward and honest advice on any of the points raised above by either connecting with me on LinkedIn –http://uk.linkedin.com/in/emeaexecutivesearch/ or calling me on +44 (0) 113 230 5555

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